Rainbow Communities and LGBTIQA+ Action Plan 2025–2030
Rainbow Communities and LGBTIQA+ Action Plan 2025–2030
The Rainbow Communities and LGBTIQA+ Action Plan 2025–2030 (RCAP 2025–2030) establishes the actions that Monash will take to deepen our support for Rainbow Communities within and beyond our University, and celebrate all LGBTIQA+ people.
The Plan aligns with Impact 2030 and the Equity, Diversity and Inclusion Framework 2022–2030, representing the next evolution of our LGBTIQA+ inclusive practice, and our ambitions for the years ahead.
Acknowledging Rainbow Mob
Monash University recognises Rainbow Mob, including Brotherboys and Sistergirls, who have always existed on this continent, and will continue to live, survive and thrive across the many Nations of this land. The leadership, resilience and activism of Rainbow Mob cannot be understated.
Our vision
Our vision is of a Monash University that celebrates and supports Rainbow Communities, and enables them to thrive. We do this by working with our community to tackle systemic inequities, including discrimination, intolerance, inequality, disadvantage and violence.
The Rainbow Communities and LGBTIQA+ Action Plan 2025–2030 helps achieve the strategic directions set out in Impact 2030 and the Equity, Diversity and Inclusion Framework 2022–2030 by committing Monash University to a broad range of actions that deepen our support for Rainbow Communities, expand our inclusive practice, and engage in systemic change to create more inclusive and supportive university experiences for all.
Our priorities
Guided by a clear vision for 2030, we’re working across leadership, culture, learning, and systems to ensure that by the end of the decade, Monash continues to be a place where Rainbow Communities feel visible, supported and empowered to thrive.
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Leadership, advocacy and accountability
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Senior leadership plays a critical role in ensuring progress towards advancing LGBTIQA+ inclusion is not only operationalised through systems, but owned and championed at the highest level of the organisation. Monash University is committed to advocating with Rainbow Communities to further LGBTIQA+ inclusive practice and leadership.
What success will look like:
- Senior leaders have deepened their support for Rainbow Communities through their active participation and investment in LGBTIQA+ initiatives.
- Senior leaders have increased their focus on the inclusion of Rainbow Communities within implementation plans, including improving governance.
- Senior leaders have utilised their sphere of influence to advocate alongside Rainbow Communities through internal and external channels.
Inclusive culture, systems and environments
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Monash University community members are skilled in building inclusive communities. Our digital and physical environments feature greater symbols of LGBTIQA+ inclusion and pride. Throughout our systems, Rainbow Communities, (particularly trans and gender diverse students and staff) receive improved support and reduced experiences of exclusion.
What success will look like:
- Members of the Monash community have the tools, skills and resources to build inclusive cultures for Rainbow Communities at Monash.
- Rainbow Communities indicate that they feel they belong and can thrive at Monash.
- Data captured through evaluation metrics indicates an overall improvement in Monash’s commitment to LGBTIQA+ inclusion, across strategic communications, student and staff environments and campus spaces.
- Trans and gender diverse students and staff report an increase in satisfaction with gender affirmation processes, as well as rectification of non-inclusive systems and provision of safer support services.
Student experience
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We strive for an inclusive experience for students from Rainbow Communities through improved services and support, and increased awareness and visibility of signs of inclusion across all faculties. Students from Rainbow Communities have a sense of belonging at Monash.
What success will look like:
- Academic and professional staff have increased understanding of LGBTIQA+ inclusive practice.
- Students from Rainbow Communities have increased access to financial assistance.
- Support and information about Rainbow Communities in Australia is expanded for international students.
Teaching and learning
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Teaching and learning spaces, including online and offsite educational experiences, embed and model LGBTIQA+ inclusion to create safer, respectful and more inclusive educational experiences for our students.
What success will look like:
- Teaching and learning staff have been provided with the knowledge to create more inclusive classrooms for LGBTIQA+ students, and various evaluation metrics have indicated they have applied this knowledge into practice.
- Faculties are supported to assist LGBTIQA+ students undertaking internships or placements.
Employment and workforce capability
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We’re building a diverse and inclusive workforce where Rainbow Communities are actively welcomed, valued and supported at every stage, from recruitment and onboarding to professional development and leadership pathways. All members of the Monash community (including senior leaders) share responsibility for fostering safer, respectful and more inclusive cultures across all campuses and workplace locations.
What success will look like:
- LGBTIQA+ employee experience is positive and supported by inclusive policies, practices and allyship.
- Human resources, unit leaders and people managers have improved mechanisms to attract, recruit and retain LGBTIQA+ staff at all levels.
- The contributions of LGBTIQA+ staff across faculties, portfolios, campuses and communication channels are visibly celebrated.
Research, evaluation and impact
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We strive for increased use of existing data, evaluative processes and research evidence to inform policies and processes related to LGBTIQA+ inclusion at Monash. We seek to extend our impact beyond our University, contributing to advancing LGBTIQA+ inclusion.
What success will look like:
- Funding for LGBTIQA+ researchers and/or research to support Rainbow Communities is increased.
- Collection and use of internal harassment and discrimination data is improved.
